Pay equity among physicians is not a new topic, and recent data suggests that the pay gap remains wide. 504 Maryland physicians responded to an updated survey on compensation, benefits and practice metrics conducted by Merritt Hawkins on behalf of MedChi, The Maryland State Medical Society. The results of MedChi’s first survey were released in 2018. The most recent results, announced on March 7, 2022 showed:

On average, male physicians earned 49.6% more than female physicians.

  • Average male physician compensation: $320,000.
  • Average female physician compensation: $213,000.

The gender disparity existed across specialties and practice settings.

  • Male primary care physicians earned an average of 41.2% more than female primary care physicians ($262,542 vs. $172,542).
  • Male surgical, diagnostic and other specialists earned an average of 33.5% more than female specialists ($350,625 vs. $250,115).
  • Male physicians in private practice earned 30.9% more than female physicians in private practice.

Female physicians reported working slightly more hours per week than male physicians.

  • Female physicians worked an average of 48.3 hours per week.
  • Male physicians worked an average of 48 hours per week.

The survey also showed disparity when different races were compared.

  • Average Asian/Asian-American physician compensation: $325,000.
  • Average white physician compensation: $268,000.
  • Average Black/African-American physician compensation: $225,000.

The push for pay equity continues as jurisdictions like Colorado, Illinois, New York City and Connecticut enact new laws with pay transparency requirements. For more information about how your organization can proactively evaluate its pay equity, contact your Jackson Lewis attorney.

Print:
Email this postTweet this postLike this postShare this post on LinkedIn
Photo of Laura A. Mitchell Laura A. Mitchell

As co-leader of the firm’s ESG group, Laura Mitchell partners with her clients to evaluate, set, achieve and monitor their organizational culture and human capital goals. She focuses her practice on data analytics, including pay equity and other employee analytics, working side-by-side with…

As co-leader of the firm’s ESG group, Laura Mitchell partners with her clients to evaluate, set, achieve and monitor their organizational culture and human capital goals. She focuses her practice on data analytics, including pay equity and other employee analytics, working side-by-side with employers to build programs that benefit employees and create a stable, high-functioning workplace. Understanding that an inclusive, values-based culture provides a crucial competitive advantage in the modern workplace, Laura enjoys counseling companies on the development of proactive and equitable pay and diversity practices.

In Laura’s version of the reimagined workplace, attention to human capital issues, especially DEI and pay equity, would be the rule rather than the exception nationwide and she works with companies across all industries—both new and well-established multi-national organizations of all sizes—to realize this vision for her clients’ ongoing success. She helps clients understand all issues across the spectrum of their journey, helping to establish regular analyses as well as counseling organizations on implementation and compliance obligations, where applicable. Committed to putting her clients’ organizational goals first and foremost, Laura views herself as an extension of her clients’ team, responsible for providing proactive guidance and engaging in transparent, ongoing communication.

Laura also represents companies in OFCCP matters, preparing for and defending OFCCP audits, and counseling employers on issues stemming from OFCCP regulations. She personally oversees the development of hundreds of Affirmative Action Plans for clients each year and is intimately involved in the defense of OFCCP audits. Her approach to compliance is one of facilitation and conciliation while simultaneously advocating in the best interests of her clients.